The Recruitment Process
1. Preparing Your Application
As your application is the first step towards securing an interview it should be of the highest standard possible. Please ensure your application includes the following:
- Application form
- Covering letter
- Curriculum Vitae
- Qualifications
- Referees
Your application is typed and stapled in the top left hand corner.
You do not submit applications in plastic or cardboard folders.
Application Form
An Application for Advertised Vacancy should be completed (if not applying online) and attached to your application.
Covering Letter
While many advertisements do not require selection criteria to be addressed, we still evaluate your application against the required skills, knowledge, experience and qualifications as listed in the Position Description. Therefore a covering letter must be provided to briefly outline these points.
Curriculum Vitae
This should provide personal details (e.g. name, address, telephone number) relevant work history, education, training courses attended, qualifications and professional memberships.
Equal Employment Opportunity
Your curriculum vitae and cover letter are not required to provide information on gender, gender history, marital status, pregnancy, family responsibility, family status, impairment, race, political conviction, religious conviction, sexual orientation, age or spent conviction.
Formal Qualifications
Photocopies of your qualification(s) or academic records of current studies should be attached to your application. Please do not submit originals.
Referees
You should include in your curriculum vitae the names and contact numbers of at least two work referees. Preferably one referee should be your current supervisor or manager; alternatively a supervisor/manager from a previous position may be used.
Addressing Selection Criteria
If the advertisement indicates that you are required to address selection criteria, a separate statement addressing them must be provided. The selection criteria specify the minimum skills, knowledge, experience and education that are required for the position. Consideration for interview is based upon clear demonstration of your ability to meet each of the selection criteria in the position description.
The following is a recommended guide on how to address selection criteria:
- Use each selection criteria as a separate heading and try to keep each criteria to more than half a page
- Use key words listed in the criteria
- Outline examples of work events and/or projects that demonstrate your experience using the STAR principle (i.e.Situation, Task , Action , Response)
Closing Date
The closing date for applications is clearly displayed on the advert. All applications will be acknowledged within two (2) working days of receiving the application either by an automated email or letter.
Late applications may be accepted at the discretion of the Human Resources Manager in consultation with the relevant Manager or Director.
2. Forwarding Your Application
- Your application may be submitted online by one of the following:
- Accessing the Employment page on this website
- By post addressed to:
Chief Executive Officer
City of Joondalup
PO Box 21
JOONDALUP WA 6919 - By fax on 9400 4965
Please note: If you are applying for more than one position, separate applications should be submitted.
3. Our Selection Process
Fairness and Equity
The City of Joondalup seeks to build a diverse workplace and is committed to ensuring that our recruitment and selection process is fair and equitable at all times.
Selection for Interviews
A panel of will shortlist those applicants for interview who demonstrate they meet the requirements for the job. Shortlisting may take up to two weeks after the closing date.
If you are selected for interview, the City will contract you to organise a mutually convenient time to be interviewed. All interview questions will be based on the selection criteria for the position and in most cases, will be given to you shortly before the interview.
During the Interview
Interviews will be conducted by the same interview panel and each applicant will be assessed in the same manner. The aim is to obtain examples of past situations that actually occurred, how the situation was handled and the outcome of the action taken. During the interview, panel members will take notes and assess your answers to questions.
Additional Assessments
Applicants may be asked to undertake other selection tests such as word processing, driving, aptitude and psychological testing. Applicants will be informed prior to interview if this is the case. In addition, preferred applicants may be required to undertake a pre-employment medical to determine the applicant’s suitability to carry out the inherent requirements of the position description.
Interview Outcomes
All candidates will be contacted within a few weeks of the interview. The successful candidate will be offered the position verbally from the panel Chairperson while unsuccessful candidates will be written a letter. If requested, the panel Chairperson will provide feedback to unsuccessful applicants who received an interview, indicating the reasons why their application was not successful.
